Workforce Planning Portal
STEP FOUR: IMPLEMENTATION
The reasons for high employee turnover are generally multifaceted and no single “quick fix” will solve the problem. Identifying the reasons for employee turnover in your organization is a critical first step to designing your strategy to combat it.
Although human resources may have the ultimate responsibility for designing and implementing the strategies for reducing turnover, involving other key areas of your agency is critical. We recommend assembling a Retention Strategy Team, including employees and frontline supervisors of the target classification may who can provide valuable insights. The team will:
- Identify the Reasons for High Turnover
- Develop and Implement a Retention Strategy
Tool Kit – Competency–Based Retention Strategies (Microsoft Word form)
Provides an overview and guidelines to developing Retention Strategies
This comprehensive report outlines why turnover occurs and provides tools to help solve the problem of unwanted staff turnover.
- Overview – Targeted Solutions to Staff Turnover (PDF) - a matrix identifying the appropriate solutions for each cause of turnover along with definitions
- Guidelines – Targeted Solutions to Staff Turnover (PDF) - in-depth discussion of the common causes of turnover and appropriate solutions
Phases and Steps to Addressing Turnover:
Phase I – Understanding the Costs and Impacts of Turnover
- Calculate the costs of turnover to your agency.
- Identify adverse impacts turnover has on your agency.
- Understand the causes of turnover.
Phase II – Find Out Why You Have a Turnover Problem
- Collect turnover data, including basic demographic data.
- Collect employee feedback.
- Exit interviews
- Employee focus groups
- Supervisory focus groups
- Attitude surveys
- Objectively assess agency’s performance.
- Analyze information and data (Microsoft Excel file) to determine the causes of preventable turnover in your agency.
Phase III – Develop Retention Strategy
- Identify how Human Resources and program staff will work together (PDF).
- Organizational readiness
Phase IV – Implement Tactics
- Implement solutions appropriate for the causes of turnover in your agency.
Realistic Job Previews
A Realistic Job Preview (RJP) is a recruiting tool designed to reduce early turnover. (We define early turnover as job departures within the first year after hire.) A RJP communicates to applicants the desirable and undesirable aspects of a job before they accept a job offer.
RJPs can come in many formats, including oral presentations, opportunities for applicants to “job shadow,” and pamphlets or brochures.
Tool Kit – How to Develop a Realistic Job Preview Video (PDF): This comprehensive report details how to develop a job preview video and includes hands-on tools to help with production.
Checklist of Steps to Producing a Realistic Job Preview Video:
Phase I – Preparedness
- Get buy-in from top management
- Establish partnership between Human Resources and Human Services Management (PDF)
Phase II – Planning
- Establish a planning group with key stakeholders
- Develop a budget (Microsoft Excel file)
- Develop Content
- Identify Format
Phase III – Production
- Develop script (PDF)
- Develop narrative
- Video tape
- Final Screening
Phase IV – Implementation
- Pre Application
- Pre Interview
Phase V – Evaluation
- Develop metrics to determine candidate self-selection out of process
- Identify costs of turnover
- Contrast costs of pre self-selection to turnover in first year of RJP implementation
> STEP FIVE: EVALUATION